Roles and responsibilities Our team was responsible for the creation of a full job pack that included the job advert, job description, the job application and the person specification. Each one of us had to focus on different parts of the documents in order to create a quality pack of document that would be given to the other team. Each one of us was responsible for their part of the document to do it to a high standard and not leave it as an early draft and make it look as much as the real thing as it would be possible. Decision making We all made decisions together such as what kind of job we are going to offer and for what company, we discussed different options for different jobs but finally decided to do an advert for a retail assistant as it doesn’t have high education requirements that the other team doesn’t have yet, this also made it easier for us to decide on what kind of responsibilities would be required from someone that doesn’t have a high level of
The purpose of a job description is to show somebody who’s is interested in the job what personal and employability skills the employees has to have to be able to apply for this job. C. 6 requirements for the Sainsbury trainee manager job 1. Being able to make sales and achieving targets 2. Supervising staff 3. Training and developing staff 4.
Induction. This would be a programme set up by the HR manager for new staff. This will give new workers a chance to meet the other staff and get and incite as to how the company works. HR would have to explain how the company works and the rights of the employer and employee. Training Plans: There will be plans set up by the HR manager and the employer to train the employee in their own methods of work.
Unit 16 P2 Bridget Describe how the skills that employees required to carry out jobs in an organization are identified In this assignment I am going to describe the skills that are needed to carry out jobs within my organisation which I have chosen to be Lambeth college and I am going to identify them Skills and talents of employees are vital for a business. As they can either make or break the business and hold a lot of value. Skills Audit Is a method that used to point out any skill gaps in a organisation, in this case I have chosen Lambeth college is a key bit of information that a organisations needs to know what skills and knowledge of their staff. reasons for this are because it It will determine whether Lambeth college are meeting their goals Without this information / process Lambeth
I would have the manager draw up a questioner that would cover all the aspects of the project the want done. All issues that are experiencing with their present system, and what additional tasks as well as any security issues they have had in the past. I would require on the questioner that the access privileges be explained. After reviewing the questioner I would require an onsite interview with the IT staff with the person that filled out questioner present. In that way the job expectations can be clearly explained before a drafting the project details.
On the website, Indeed, a career opportunity for Pinkerton states that they are seeking a Human Resource specialist that will assist with employee inquiries, EEO reporting, and personnel file maintenance. The difference between the two sites are that the O*NET goes into details on the tasks and the importance of the tasks. O*NET gives you all the knowledge that you need to become a Human resource specialist. The indeed site gives you a description of what that specific company is looking for. For the most part both websites are similar to the job description such as: policy administration, benefits, hiring and termination of employees, duties and responsibilities of employees, and employee changes.
They are going to want to know why you designed it how you did, who your audience is, why you placed certain articles where you did, and why you did what you did. This is exactly what a presentations were about, we had to describe and justify everything that we did in our newsletter. Throughout this unit we also had to work as a group, which also prepares us for getting a job. You are going to have coworkers that you’ll have to work with and these projects gave us a sense of what that will be like. It also shows what each individual what they need to work on to improve how they work in a group situation.
This may involve a grievance investigation meeting • grievance meeting – your employer will hold a grievance meeting at which you will be invited to state your case. You have the right to be accompanied to this meeting. Your employer will write to you to let you know the outcome of the grievance. • appealing – you have the right to appeal against the outcome of the grievance meeting if you don’t agree with it. In order to appeal you will need to write a letter to your employer stating that you do not agree with the decision and stating your reasons why.
Recruitment and Selection the first steps in the employee-employer relation is recruitment and selection. HR department and employee specialist develop a strategy to attract candidates with criteria, expertise in the field and the interest the organizations needs. n this preparation we can see the creation of motives and circumstance in order to driver the outcome to their favors. Interview Techniques Interviewers had developed a set of questions to see how potential applicant will react to particular workplace situations. Thus, they create their interview questions based on the type of response they expect from applicants, which in turn, makes the hiring decision a logical and well-documented